For thousands of years, people across the planet, everywhere, have founds ways to thrive. Within their local context, they have learned how to live a good life, a life well lived. They have learned how to see what is actually happening, with an ever-expanding embrace of reality and how they want to engage in it. In today’s modern world, many of these practices from other cultures, other places, and other times are presented as modern solutions. You might find that some of them work for you. It is mostly about trying it, keeping at it, and seeing what it does.
A practice for thriving designed for today’s contemplative practitioner is the Integral Polarity Practice (IPP). Building on wisdom traditions, with modern practitioners in mind, it works with transcending polarities–seeming opposites, often pulling in different directions–to bring more of your own creative Yes! to the world. Developed by my colleague John Kesler over many years, IPP supports your development and integration of stages of awareness, what some call “growing up,” and states of awareness, also called “waking up.” This practice is directly applicable to your own development, to your relationships, and to your organizations.
According to a recent Gallup study, “Only 15% of the world’s one billion full-time workers are engaged at work.” 85% are not! How did this happen?
What can we do about it? My colleague Tyler VanderWeele, professor and Director of the Human Flourishing Program at Harvard University, shares his recent research on flourishing at work in a January 27, 2021 post in Psychology Today. “Most people want to be engaged at work. The time passes more quickly, and the activities seem more fun. But engaged and satisfied employees are also good for business: they are more productive, less likely to leave the company, and less likely to waste time on the job. Engagement can have a major impact on costs, revenues, and profit.”
The mainstream is starting to pay attention to this. In a December 2020 HBR podcast, Christina Maslach, professor of psychology at the University of California, Berkeley talks about “why burnout happens and how bosses can help. In November 202, the VisualCapitalist provided an infographic of “15 Warning Signs to Identify a Toxic Work Environment Before Taking a Job.” It is no longer rocket science or “that soft stuff.” The numbers are huge, and the costs are very real.
We need to realize that, as human beings, we are each uniquely constituted and contextualized, and therefore we are each uniquely engaged or disengaged. This means that to address engagement–flourishing at work–we need to inquire into each person’s context. We need to ask, listen, and try something, together. While this might seem expensive to do for each person, Tyler’s study showed that the costs of not doing so are far greater. Once we see that the costs of scarcity are far, far greater than the costs of abundance, the investment in Yes!, then we will start to make progress, creating thriving, regenerative organizations and communities. These authors are paving the way.